As an employer, it is important to understand and adhere to the rules and regulations set forth by the government concerning Statutory Sick Pay (SSP) SSP is a payment made to employees who are unable to work due to illness or injury for at least four days in a row It is designed to provide financial support to employees who are unable to work due to illness, so they do not suffer financially during their time off work.
In this comprehensive guide, we will outline everything you need to know as an employer about SSP, including who is eligible, how much to pay, and how to administer SSP within your organization.
Who is eligible for SSP?
SSP is payable to employees who meet the following criteria:
– They have been off work due to illness or injury for at least four days in a row, including non-working days.
– They earn at least £120 a week.
– They have notified you, as their employer, that they are sick and unable to work.
– They do not receive statutory maternity pay, maternity allowance, or shared parental pay.
It is important to note that SSP is not payable to self-employed individuals, contractors, or agency workers.
How much should you pay?
The current rate of SSP is £96.35 per week, and it is paid for up to 28 weeks However, as an employer, you can choose to pay more than the statutory minimum if you have a sick pay policy in place You are not required to pay SSP for the first three days of sickness absence, known as ‘waiting days’ After this period, SSP should be paid from the fourth day onwards.
To calculate the amount of SSP an employee is entitled to, take their normal weekly earnings into account If they earn more than £120 a week, divide their earnings by the number of qualifying days in the week and multiply this by the number of days they would usually work.
For example, if an employee earns £300 a week and works five days a week, they would be entitled to £60 of SSP for each qualifying day (1/5 of their weekly earnings).
Administering SSP within your organization
When an employee calls in sick, they should notify you as soon as possible ssp guide for employers. You should ask them to provide a self-certification form if they are off work for less than seven days or a fit note from their doctor if they are off work for more than seven days This will help you keep accurate records of their sickness absence and SSP entitlement.
As an employer, you are responsible for keeping detailed records of SSP payments made to employees This includes recording the start and end dates of each period of sickness absence, the amount of SSP paid, and any proof of sickness provided by the employee.
You should deduct any SSP payments from the employee’s regular wages and pay the remaining amount on their usual payday It is important to keep accurate records of both SSP payments and any additional sick pay provided, as this information may be requested during an HMRC audit.
If an employee disputes their entitlement to SSP or the amount they have received, you should have a clear and transparent appeals process in place This will help resolve any conflicts quickly and fairly, ensuring your employees feel supported during their time off work due to illness.
In conclusion, as an employer, it is important to understand your responsibilities concerning Statutory Sick Pay and ensure you comply with the rules and regulations set forth by the government By following the guidelines outlined in this comprehensive guide, you can administer SSP effectively within your organization and provide vital financial support to employees who are unable to work due to illness.